Planned changes are the stairs for achieving the targets that are usually almost impossible or very difficult to achieve. Organizations implement planned changes in order to achieve its goals at a faster pace with the motive of increasing profitability and satisfying the economic needs of the members. Human work is also affected as a result of the planned changes implemented by the leadership of the organization.
It might sound simple and a textbook methodology to increase and improve the numbers. However, planned changes are the most critical ones to implement since you run towards an objective and have to be quite certain throughout the process. In this first blog in the series of change management process, we will be focusing on the steps that can facilitate in implementing the planned changes in an organization efficiently.
1. Planning for change – Planning is the most primitive stage in any change management process. Planning includes identifying the areas of improvement and analyzing whether the change required is strategic, process-oriented or employee oriented. After determining these factors, below given steps can be brought in the frame:
Determine goals and objectives – With the changes to be implemented, the leadership of the organization must decide what goals and targets they want to achieve with the implementation of the change management processes.
Assign an agent for the change – The leadership of the organization must assign someone to look after the change management processes. It can anyone with expertise in the field ranging from consultants to the existing managers.
Spot out the problem – The agent assigned must analyze the problem and work towards collecting the data to spot out the key issues in the work culture and processes. After this, solutions can be derived from the collected data.
Choose a methodology – An efficient and effective methodology for getting rid of the problems must be chosen for the change. While doing this, emotions of the employees must be considered for a better co-operation and achieving mutual benefits.
Devise a plan – As per the methodology selected, a plan should be devised. A detailed framework and an organized structure can help the agent as well as the leadership in getting an early analysis of the change process.
Develop a strategy – Build a strategy for the change processes as a part of the last step of your planning. Decide the factors ‘when’, ‘where’ and ‘how’ and push out the plans through a suitable channel.
2. Check change processes – The changes implemented are likely to face resistance from individuals, groups or from team members. Hence, the leadership should work on farming an environment where the employees accept the change rather than feeling that it is forced upon them.
Driving forces – These forces are the forces which tend to initiate any process and thrust it in the forward direction towards completion.
Restraining forces – These forces resist the change processes and pull them back. It is usually exhibited as a result of fear to change and insecurities that are usually associated with it.
3. Execute and implement the change – Once the planning and the establishment of favorable conditions have been successfully completed, it is then crucial for the management to push out the plan through efficient and consistent channels. While doing this, an efficient communication system should be put up in place to assist in the implementation of the change processes. Moreover, a small briefing to the team members and the employees will also motivate acceptance of the change in the system.
Any kind of change in an organization and its working culture plays a crucial role in determining the future of the organization. Amongst these, planned changes need to be carried out in such a manner that it gets passed through all the layers without being resisted.
Keep watching this space, for the next article in series where we will talk about the model for change management which is one of the most effective models to manage change. We at Faber Infinite have been helping clients across industries and geographies to plan change management process and implement the same using different tools and techniques.
Written & Compiled By Faber Kishlay & Faber Mayuri